(This is the first of a two part series focusing on the work culture within churches. The second part of the series, written by our colleague Nate Pyle, will be posted on July 2. )
When we think about a church’s culture, we often consider what it means to be an active member of the congregation: how we worship, learn, serve and connect with others. We also think about the church’s values, vision, plans and struggles.
There is, however, another culture within every church that may not get the same level of consideration: What does it mean to work here, whether as a paid employee, a lay leader or volunteer?*
In the busy and demanding life of church leaders, little thought may be given to this question. Even if leaders are committed to creating a meaningful work culture, it’s hard to know what it means or where to start. Culture can seem like a hard thing to get our arms around, so sometimes we just end up hoping for the best.
Let’s begin by defining what a church’s work culture is.
A simple but effective description of work culture is the church’s vision and values, put into action and consistently demonstrated by the church’s leadership.
A strong culture can be demonstrated by:
- Employees who see a direct link between their work and the work of the church- that their work really matters
- An alignment on the work to be done. While each employee may have different responsibilities, everyone is “rowing in the same direction”
- Opportunities for employees to grow in discipleship- spiritually, intellectually and emotionally
- Strong communication systems that improve performance, generate creativity and reduce anxiety
- An emphasis on collaboration- people aren’t working in silos
- A respect for a healthy work/life balance
- A physically and psychologically safe work environment
Why is culture important?
It’s probably not an exaggeration to say that we do better work when we find real purpose in what we do and enjoy who we do it with. So a strong culture can increase the effectiveness of the church in meeting its goals and aspirations. In a strong culture, employees are more productive, creative and efficient.
Likewise, we tend to stay in a work environment that allows us to grow and prosper. So a strong culture can reduce turnover and enhance stability. Strong cultures tend to avoid the revolving door of employees leaving and the search for their replacements. Employees are more likely to recommend the church as a great place to work.
Lastly, a strong work culture adds to our personal wellbeing. The work we do plays a significant part in the quality of our lives. Having the opportunity to spend so much time in an energizing and rewarding environment simply makes life better.
So how can church leaders develop an affirming and productive work culture? Here are a few suggestions.
Make work culture a priority. Consider how your culture is (and is not) fostering purpose, alignment, discipleship and collaboration.
Talk about it with your employees. The health of a work culture can be measured by understanding how employees see the church from the inside. Ask them what’s working and what can be improved. A great way to understand the perspective of your employees is to conduct an anonymous survey. Their input will most likely give you clarity on what’s most important to focus on.
Include your employees in creating: A workplace vision that describes what employees can expect to receive while working for the church and a set of work values that describe principles and beliefs guiding the church’s culture. Examples of values include respect, accountability, compassion and servant leadership.
Most importantly, live those values as a church leader. Model the behaviors you want others to demonstrate. Encourage discipleship, celebrate success, foster communication and allow mistakes to happen in the pursuit of excellence.
Church leaders have the opportunity to shape their employees’ lives by creating and sustaining a strong culture. This work isn’t always easy, but a great work culture will produce lasting results and personal rewards.
*For the purpose of this blog series, we will consider anyone whose work for the church has an influence on its well being.
